From in-store iPads and streaming media to its strong back-end infrastructure, Burberry has become a forerunner in adopting digital technologies to connect its channels, creating a new, rich brand experience for consumers. The digital transformation of this 156-year-old British icon began six years ago when fashion-industry veteran Angela Ahrendts, became Chief Executive Officer. Although she did not have an IT background, Angela has tenaciously led a digital transformation that has established the company as probably the most digital luxury brand in the world.

1. An interview with
Angela Ahrendts
CEO of Burberry
Burberry’s Digital Transformation
Transform to the power of digital

2. Angela Ahrendts
Angela Ahrendts
CEO, Burberry
Burberry’s digital
transformation
Capgemini Consulting: Can you
describe the company you took
over in 2006 and how you set
about convincing the teams that
a move to digital was the way
forward?
Back in 2006, Burberry was grossly
underperforming. While the overall
sector was growing at around 12-13% a
year, our rate was only 1-2%. Burberry
was not keeping pace with the rapid
development in the luxury goods market,
neither in terms of innovation nor in
terms of products and services. We were
up against tough competition from much
larger French and Italian peers, with
multiple brands and many times our own
revenue and profit.
As a management team, we began by
asking ourselves a fundamental question:
‘What is our vision?’ And, from very
early on, we decided we were going to
be a design, marketing and retail-led
organization. This was our high-level
vision. From there we began to develop
our five-year strategy, asking: What do
we have that our peers don’t - other
than the fact that we are much smaller, a
standalone company and with little cash
to invest? When I started at Burberry our
We use the
technology to
bring the brand
to life in our
stores. We have
developed our
stores to showcase
our digital
innovations
annual revenue was £740 million, with a
10-11% profit margin. We were opening
only a handful of stores a year and couldn’t
afford to do much more. But we did have a
number of key differentiators in the luxury
sector we could exploit.
First, we’re British. There were lots of big
French brands, big Italian brands, big US
brands. But only one big British brand.
Second, we were born from a coat. Others
were born from luggage, shoes, saddlery.
But only we were born from a coat.
Outerwear was just 20% of our business
back then, and we saw a huge opportunity
to exploit that category further.
Finally, our peers were all targeting ‘ladies
who lunch’ and focusing mainly on the
baby boomers. There was no way we
could meet them headon with their much
larger advertising budgets. So we decided
to target our marketing spending on the
millennial consumer, in their 20s, and with
a clear focus on emerging economies,
where the average high net worth
customer is typically 15 years younger.
And we communicated and engaged
with this younger customer using their
mother tongue: digital, which would also
give us the greatest reach for our limited
marketing budget. That’s when the digital
transformation started for Burberry.
Digital front end, back
end and in the stores
Capgemini Consulting: From our
recent research with the MIT,
we found few companies that
had embraced digital technology
effectively to truly transform their
organization. You seem to be one
of them. How did you come up
with this strategy?
Digital is an extremely broad concept with
many dimensions.
Let’s start at the front end of our business,
with marketing. We decided right from
the start to use digital to target our
consumers. We hired a young, dynamic
marketing team who in essence was the
millennial customer. This is, in part, why
we’ve been at the forefront in marketing
innovation in the luxury sector. Whether
that’s launching our latest fragrance on
Facebook, or developing the ‘Tweetwalk’
with Twitter, or being amongst the first
brands on Google+.
Then, there was the back end: one of
our key strategies from day one was
operational excellence. We wanted to be
as admired and as respected for the back
end of our business as for the front end.
When I started, we had just embarked on
a business-wide rollout of SAP. We had to
put this in place, although it was expensive
and arduous for the first couple of years.
In 2010, the last big country to come on
board was China.
So we had a clear front end marketing
strategy and the back end infrastructure
Connecting all
platforms and
new mediums
acted as a
challenge
in digital
transformation

3. Angela Ahrendts
was under development. At this stage,
we began opening 20 to 30 new stores
a year and asked ourselves: how can
we use digital innovation to engage our
customers more effectively in our physical
real estate, as well as online? We were
doing all these innovative things in digital
marketing – livestreaming our runway
shows, partnering with social media
players, relaunching Burberry.com - but
how could we link this to the customer
in our stores? This is where the ‘retail
theatre’ concept came in to play.
We began to partner with technology
companies to make the ‘retail theatre’
concept real, enabling us to broadcast
our multifaceted content to our stores
globally, and to create a modern and
pure brand environment. We use the
technology to bring the brand to life in our
stores: from the music to the rich video
content on giant internal and external
screens to the iPads carried by all our
sales associates that give access to the
full global collection, regardless of what
is available in-store. It also enables us
to share the energy and excitement of
key brand moments with our customers
around the world. For example, by
inviting them to watch our runway shows
live in stores and enabling them to shop
the collection on iPads immediately
afterwards, for delivery in 6-8 weeks. In
this way we have developed our stores to
showcase our digital innovations.
The real challenge:
connecting the channels
Then came a new challenge in our digital
transformation: connecting all platforms
and new mediums. We had relaunched
Digital has been
a catalyst for
everything in the
company
Digital is all about
change and we
told our teams
early on to “fall in
love with change
because we’re
going to need
to evolve every
year
our e-commerce platform, we were
doing some great things on Twitter and
Facebook, and we wanted to invest in new
technologies from multiple companies,
but none of it was connected. All this
technology needed to be linked up so that
we could have a single customer view that
we could use across channels, mediums
and platforms.
We began sharing the vision of our
ecosystem with our technology partners,
including Salesforce.com. We told them:
Burberry is global, dynamic and has a
clear vision. We have an amazing CTO and
an IT team that’s nimble and fast. So our
proposal was: ‘Let us be your R&D. Let’s
experiment together.’
We asked them to help us join up all
our existing platforms and to layer on
new communication and analytic tools.
Our vision was that any person, any
constituency, needing to interact with
Burberry would come on to Burberry.com
and enjoy exactly the same experience as
an in-store customer. We wanted them to
come into our world – Burberry World –
and be able to visit all the different parts
of the business as they would do in our HQ,
just like customers experience every facet
of the brand on Burberry.com. Everything
should be as connected digitally as it was
in reality. When I first met with Marc
Benioff at Salesforce.com, he understood
this immediately. He told me: ‘You want
to create a social enterprise’. And so we
decided at that first meeting to deploy his
CRM modules across the entire business.
A burning platform
Capgemini Consulting: You seem
to be keenly aware of technology.
This is not intuitive in the world of
fashion. Is it a result of your past
experiences?
My Chief Technology Officer asks me the
same question every week! I think one
explanation is that I’m not a traditional
CEO. I am passionate, present, and very
engaged with the company. I am very
handson. My office door is always open. I
get to listen to thousands of people every
day through various channels.
Our Chief Creative Officer, Christopher
Bailey, is also passionate about the
possibilities of digital and we have built
great teams across many departments,
who work in partnership to come up with
the most innovative ideas. I also think that
having three teenage kids at home helps
me to understand. I see them watching
the best of YouTube in bed every night.
They don’t watch TV on weekends, they
want YouTube on a big screen and they live
on Facebook on their iPhones.
But it has also been about building a
creative thinking culture. When we set
If you want to
attract and retain
the best of this
next wave of
talent, you need
to speak their
language:
digital

4. Angela Ahrendts
out to build our strategy, we said that we
didn’t just want to be a great brand - we
wanted to be a great company to work for,
to empower our young, digitally native
workforce. We tell the team constantly
that the bigger we get, the closer we have
to work and the more connected we have
to be – and technology is a key connector.
So strategy has something to do with it
too. We had to find our white space - to
do something different from our peers.
You might say we had a burning platform
around which to unite the team.
Today’s reality is
that a marketing
department can’t
execute without a
strong technology
partner
The digital tsunami
Capgemini Consulting: When
you started talking about this new
culture, how did you engage
with your teams? Was it about
communication or was it more
about governance? Did you
appoint a digital tzar?
It was all three! It’s interesting that you
use the word ‘tzar’. I took this job in part
because of Christopher Bailey, now our
Chief Creative Officer. We had worked
together at Donna Karan many years
ago. We knew and trusted each other. Six
months after I arrived, we both took part in
a global webcast where we told the teams
that we were not about to write another
novel, but an exciting new chapter - the
most innovative in our history.
I introduced Christopher as the ‘brand
tzar’ and told the team that anything the
consumer sees will go through his office.
We said we would no longer do what was
best for a person or what was best for a
region. We would do what was best for
the brand.
We talked about the ‘digital tsunami’
coming, and used this to drive home
why and where we needed to focus, and
how united and pure our global brand
expression had to be. We explained how
digital would dictate and drive many of
the big decisions we needed to make.
This depersonalized it and enabled us to
make all the changes that were needed
to enable Burberry to thrive in this new
context. Digital has been a catalyst for
everything in the company, and when we
got everyone on board with this concept
they were clamouring to become even
more connected. So while the vision starts
at the top, the groundswell is organic.
Digital is all about change and we told our
teams early on to “fall in love with change,
because we’re going to need to evolve
every year”. We’ve created three new
departments in the last two years: a social
media department, a mobile department,
an insight and analytics department. We
recently brought in an SVP of Customer
Insight. The company has not only
embraced him, but hands go up from
our people saying: “Great, can I go into
that department?” I think that’s different
from most companies but a big part of the
culture here - being fast, flexible, dynamic
and open to change.
Governance also played a part and we put
in place a dozen new governing councils.
One of the most innovative was the
creation of a strategic innovation council,
chaired by Christopher. This council
includes our youngest and most forwardthinking directors, and their remit is to
dream. Through this council they are
empowered and their dreams are heard.
It is then the job of the council of more
experienced, senior executives to put
these dreams into action.
Capgemini Consulting: It is often
assumed that if you have a lot
of generation Y employees it
is so much easier to switch to
digital because you have this
groundswell of change happening
from the bottom-up. Was this your
experience?
We’re a 156-year-old company but a
very young team. The average age in our
marketing department is probably 25.
They all understand this new language
and this new world. You look at their
screens and they are on Burberry Chat,
Facebook, Twitter, multiple screens. This
next generation speaks a new language:
digital. They live digitally. So as a company,
if you want to attract and retain the best
of this next wave of talent, you need to
speak their language.
But to be honest, it’s not as simple as
age. It’s about having a young, open mind
and being curious. It’s also about letting
people develop their own way of working.
We’re an Apple-based company, but some
of our executives are more comfortable
with their Blackberrys. That’s fine. But we
also have executives in their 60s who are
often more digitally savvy than some of
the young directors who work for them.
Technology drives
the bus
Capgemini Consulting: The three
barriers we found in our research
were skills, culture and IT. You seem
to have successfully dealt with the
first two. What about IT?
I didn’t work as closely with our CIO initially
as he was driving our infrastructure
building and he reported to our CFO. He
was busy travelling around the world
implementing SAP and evolving our
service and support functions. So when
we promoted him about a year ago to
the new position of CTO and he began
reporting to me, it was a new experience
for both of us.
After our first, slightly tense, meeting, I
told him I needed him to move from the
back of the bus, where IT traditionally
sits, to the front of the bus. I wasn’t sure
he realized how serious I was, so I texted
him afterwards saying: “Have you seen
the movie Speed?” Because he’s not just
at the front of the bus, he’s driving the bus
– and it’s travelling fast.

5. Angela Ahrendts
Today’s reality is that a marketing
department can’t execute without a
strong technology partner. They couldn’t
make Tweetwalk happen without IT, or
launch Body on Facebook without IT. If
we’re a digital marketing driven company,
we need our CTO, in partnership with our
Chief Creative Officer, to drive the bus.
The message was quite blunt, but he and
his team fully understood the opportunity
and embraced it.
We have reorganized the IT team and
created new roles. They now go to San
Francisco with the marketing team a
couple of times a year and work hand in
hand with the Creative Media team. We
are in the process of merging marketing,
IT and creative media under one finance
and operations executive with a team
of project managers, in order to further
accelerate our ability to seize these new
opportunities. Finally, it’s all starting to be
connected!
Listen to the customers
Capgemini Consulting: You are
used to controlling every element
of the brand. Social customers,
however, enjoy a degree of
control themselves. Has opening
up to a more connected customer
led to any cultural conflict?
It hasn’t up to now, but we are a very open
and transparent company. We have more
than 10 million fans on Facebook and
Christopher talks to them every week. He
shows them videos, takes them inside the
design studio, counts down to the runway
shows, and more. We are engaging with
our customers and allowing them to come
into our world. Of course, if someone
is saying something negative we try to
respond and resolve it. We have made
a big investment in customer services
teams and now, with the new Burberry.
com website, you can click to call or click
to chat with them, 365 days a year, 24/7
and in 14 languages. It will be 25 by the
end of the year. And of course if you walk
into a store you get the same great level
of service.
Handbags and basic
instinct
achieving the perfect balance between
creative and commercial is vital for us.
Capgemini Consulting: Tell us a
little about how your leap of faith
based on instincts actually works
in practice.
The mouse and the
elephants
Very early on we needed a couple of quick
wins in order to gain the trust of the teams.
One of the first things Christopher and I
did was to put together a small collection
of handbags for the 150th anniversary
of the company. The Icon Collection
was the opposite of what the teams
wanted. They wanted the Burberry check
and everything under £500. The Icon
Collection was different: more innovative,
younger, cooler, an impulse buy for the
luxury customer. The first month’s sales
were stellar, all regions reordered and all
of a sudden, everyone was asking: ‘What’s
next, give me more’. We did this without
any data, just on pure instinct.
We hire EQ and instinct over IQ every day. I
don’t know how else you drive innovation.
Capgemini Consulting: This is
counterintuitive to what one reads
on analytics and data. Is it specific
to the fashion world, or to any
company?
It’s not specific to our industry, but to
all innovative companies. Apple is what
it is today in part because of Steve Jobs’
intuition. My view is that you need both.
And we have both. Once we have a
vision of what we want, then we confuse
ourselves with the facts. We also talk a lot
about getting the balance right. We talk a
lot about the concept of balancing the left
brain analytical and right brain creative.
Take our annual employee Icon awards,
a sort of internal Academy Awards.
Everyone votes for stellar performance
across multiple categories. But the most
coveted prize is the one Christopher and I
hand out. It’s called the art and commerce
award and is given to the two people
who have best exemplified this balance
in achieving something exceptional. Our
business is not all about innovation and
creativity. We are a FTSE company and so
Capgemini Consulting: Looking
forward, what are the biggest
challenges Burberry faces?
It’s less a challenge and more an
opportunity. Consumer data will be the
biggest differentiator in the next two to
three years and not just in our sector.
Whoever unlocks the reams of data that
we’re all collecting on consumers and
then uses it strategically, will win. Soon
when you get off a plane and it’s pouring
rain, you’ll get a message saying: ‘There’s
a Burberry store with new raincoats
around the corner.’ The technology is
rapidly evolving to link it all together.
And then you need the skills on top of the
technology to optimise it fully.
Capgemini Consulting: Does
growth scare you? If tomorrow or
the day after Burberry doubled in
size, would that be a problem in
terms of culture?
We’re not scared at all by growth; we are
very excited by it. We were the underdog
in the sector six years ago and no one was
betting on us. We are still small but are
now nudging into the top five. The mouse
is now scaring the elephants a little bit.
The good news is that we have stayed true
to our strategy throughout this time and
we know precisely what we need to do
to continue on this trajectory and where
we need to invest across the business.
In digital, we are ahead of most of our
competitors because we have been on
this journey for the last six years. We
are beginning to blur the lines between
physical stores and the digital experience.
More people see the brand via digital
than any other medium. In luxury, 60%
of people shop online and pick it up in a
store. So if the store doesn’t look or feel
the same as it does online, are you truly
behaving like a great brand?

6. Angela Ahrendts
CEO, Burberry
Since her arrival as Chief Executive Officer of Burberry in 2006, Angela Ahrendts has been
acclaimed for her highly successful turnaround strategy. In just a few years, together with
Chief Creative Officer Christopher Bailey and their senior team, she has established the
156-year-old British company as probably the most truly digital luxury brand in the world.
From in-store technology to social media, Burberry has been a forerunner in adopting digital
technologies to connect its channels, creating a new, rich brand experience for consumers.
Angela Ahrendts explains why and how she introduced digital transformation into Britain’s
iconic luxury brand.
About Capgemini
Capgemini Consulting is the global strategy and transformation
consulting organization of the Capgemini Group, specializing
in advising and supporting enterprises in significant
transformation, from innovative strategy to execution and with
an unstinting focus on results. With the new digital economy
creating significant disruptions and opportunities, our global
team of over 3,600 talented individuals work with leading
companies and governments to master Digital Transformation,
drawing on our understanding of the digital economy and
our leadership in business transformation and organizational
change.
With around 120,000 people in 40 countries, Capgemini is one
of the world’s foremost providers of consulting, technology
and outsourcing services. The Group reported 2011 global
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creates and delivers business and technology solutions that
fit their needs and drive the results they want. A deeply
multicultural organization, Capgemini has developed its own
way of working, the Collaborative Business ExperienceTM, and
draws on Rightshore®, its worldwide delivery model.
Learn more about us
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Contacts
Didier Bonnet, didier.bonnet@capgemini.com
Capgemini Consulting is the strategy and transformation consulting brand of Capgemini Group. The information contained in this document is proprietary.
© 2012 Capgemini. All rights reserved.